I could give you a specific example about the type of training that the school provides.
Public service executives have to have a certain level of skill in areas like ethics and values, service delivery and staff management. Different skills are required at each level, including some that are more detailed and more focused. The school undertook a review of the various departments to better understand their needs for training. It prepared a course that is offered to all public service executives so that they all have the same understanding and skill levels in those areas.
That approach is based very clearly on consultation with departments to understand their learning needs. We heard this morning a question regarding the public service survey and our work on prevention of harassment and violence in the workplace. These are examples of how we use the surveys to design the training required and then consult with departments to make sure that training responds to their needs.
It is client-driven. There are surveys done after the training to confirm with both the participants and the sponsoring departments that the training has met a need or satisfied a gap. There will be continuous learning and improvement to make sure those skills are passed on.
We also have very technical training related to IT security and financial management. For the most part, our finance professionals in the public service have professional designations, CAs, CPAs, etc., but they also need to be schooled in the management of public finances and our requirements on TB policies. The school has worked with the Treasury Board Secretariat, with the office of the comptroller general, to make sure our finance staff are getting the appropriate training on the audit function, on preparation of invoices for payment, etc. We do that with different functional communities across the public service.